Employer branding in the agricultural sector: making a company attractive for the potential employees (original) (raw)
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Ways of Human Resource Branding in Czech Agricultural Companies
Scientia Agriculturae Bohemica, 2015
Current demographic and economic conditions in individual countries lead to a significant increase in competition in the labour market. Every employer from all economic sectors wants to have competent and talented human resources and the fight for such employees becomes still harder. To attract and retain the best employees, it is necessary for the companies to build up a good employer brand that may appeal to talented employees. The article provides a picture of the current situation in employer branding in the agricultural, forestry, and fishing sectors in the Czech Republic and deals with the ways of its improvement. The investigation was conducted by means of a questionnaire survey covering 108 participating companies, and the methods of analysis, synthesis, deduction, and induction. The results have shown that the majority of agricultural companies (75.9%) perceive knowledge continuity management as a trend that contributes to good employer branding. The major benefits arising from the encouragement of employer branding in agricultural companies include acquisition of new talented human resources (57.4%) and retention of key employees (56.
Role of Employer Branding in Human Resource Practices
TIJ's Research Journal of Social Science & Management - RJSSM, 2017
Employer Branding, now a days, is highly appreciated term by Human Resource Planner because it enable them to think strategically for the promotion of Organization image as an employer. Employer Branding is a human resource strategy, which helps management not only to attract and retain the employees but also helpful to regain them as they are valuable and loyal assets at a time. It offers both kinds of benefits that economic and non-economic to existing as well as prospective employees. Initially only product were subject for the consideration as for as branding is concerned but as the growth and development of service sector has taken place, it becomes unavoidable to include human resource of the Organization, which are first and most important factor of production, under this purview. It can significantly improve application rates and put your company in the good position of having a wide pool of talent to choose from. This article is based on secondary data which has been collec...
Ways of Human Resource Branding in Czech
2015
Marketing as a discipline focuses on the branding and building of identity primarily towards suppliers, customers, and other stakeholder groups (A a k e r , 2003; K e l l e r , 2007; K o t l e r , K e l l e r , 2007). However, it serves for other purpose than concentrating on human resource branding (HRB). It is an area in which human resources management combines with marketing and an area of strategic importance in the current competitive environment. Employer branding is as important as company branding; it permeates all spheres of an organization and is presented externally. B u r s o v á (2009) states that the employer branding concept is important in particular when searching for new candidates for key positions in the organization and to motivate and retain current employees. H u č k o v á (2012) adds that each employee is the best recruiter and a good employer brand may become a lure attracting competent people. This generates the effect that capable people want to work with...
EVALUATION OF FACTORS INFLUENCING HUMAN RESOURCE BRANDING IN
The aim of every organisation is to get and keep quality employees, which is a precondition of success in the current turbulent environment. Properly applied Human Resource Branding may help recruit high-quality employees. It is necessary to realise that not only will employer branding attract motivated applicants, but it will also improve the perception of the organisation on the part of current employees, their identification with the organisation, its values and goals, and engagement, which in turn will improve employees' motivation and efficiency in performance of individual activities. The paper focuses on the topic of Human Resource Branding in the Czech Republic and the Slovak Republic. The main aim of the paper is to evaluate, based on two qualitative surveys, the impact of factors identified by Deshpande (2010) on Human Resource Branding in organisations in the Czech Republic (n 1 = 109) as well as in the Slovak Republic (n 2 = 340). These factors include: reputation, culture, recruitment, pay and benefits, work/life balance, leadership and management and performance management, growth and development (Deshpande, 2010). On the basis of the research conducted (the questionnaire surveys) the differences between the levels of human resource management and Human Resource Branding in the Czech Republic and the Slovak Republic are identified. The comparison is very interesting as both countries form part of the European Union and in the past had formed one country.
Trends in Work with Human Resources in Slovak Agricultural Enterprises
International Scientific Days 2018. Towards Productive, Sustainable and Resilient Global Agriculture and Food Systems: Proceedings
Human capital is becoming a crucial and more valuable factor in contemporary society. Management success depends on human resources and their continual and systematic development. It is the role of managers to understand and decide which management tools have the greatest impact on employee engagement and personal development. The aim of the paper is to introduce our findings from surveys in 185 agricultural enterprises in Slovakia. In this paper, we specifically deal with two topics. The first focuses on management tools that top managers in agribusiness apply to work with human resources as part of their active participation in business decision-making. As we found out, proper application of the right management tool or method (teamwork, teambuilding activities, corporate culture and others) can help to increase employee engagement. The benefit is the possibility of improving the retention of workforce, reducing the turnover (fluctuation) costs and the necessary training with a positive impact on the overall performance of the enterprise. The second topic deals with the forms of education as a means of human resources development in a particular agricultural enterprise. The managers who participated in the survey support their staff development through different forms of education. According to the results of the survey, the participation in educational programs outside enterprise is a priority as well as the participation in exhibitions and excursions. Training within the organization is not used in 90per cent of the surveyed enterprises, which turns out to be a weakness. Skilled and interested individuals can be excellent trainers for their colleagues. By following this trend in business, agricultural enterprises could get a comparative advantage.
EMPLOYER BRANDING: THE NEED OF MODERN HUMAN RESOURCE MANAGEMENT
INTERNATIONAL JOURNAL OF BUSINESS, MANAGEMENT AND ALLIED SCIENCES (IJBMAS), 2019
The area of employer branding is an area of prominence in talent attraction. The main aim of this paper is to explore the employer branding literature and its effect on attracting talent, employee performance, organizational culture and gaining competitive advantage in the market. Detailed literature review on this subject area is carried out on current practices of employer branding in talent attraction, impacts of employer branding practices. It was concluded that employer branding is the value proposition of employees and how the company can communicate this proposition to its prospective applicants, which play in talent attraction and organizational success that helps the organization in smoother recruitment process, employee satisfaction, employee retention and competitive advantage.
International Journal of Business Ecosystem & Strategy (2687-2293), 2021
Employer branding is an important issue that businesses cannot neglect, as it is the process of creating a brand for employees and potential candidates. Especially with the development of technology, it has become easier to reach many resources. However, it has always been more difficult to reach talented human resources. At this point, discovering, attracting, and working with talented employees for a long time has attributed a key role to the employer brand. In this direction, the aim of the study is to investigate the roles of employer branding practices in attracting talents to the company in job applications. Content analysis, which is a qualitative analysis method, was used in the study. Maxqda 20 software program was used to access the findings of this analysis. In the research findings, it was seen that concepts such as reputation, communication, awareness, and the concept of Employer Brand were used together intensively. As a result of the research; It has been understood t...
1. EMPLOYER BRANDING: A NEW STRATEGIC ASPECT OF HUMAN RESOURCE
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HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS: SPECIFICS AND SYSTEMATIZATION POSSIBILITIES
In the last decade, we have been witnesses of increasing changes in agribusiness concerning the development of technology and human resources, as well as demographic and changes in climate and global economy. As a consequence, significant changes occurred in ownership structure of most organizations, while many organizations that stayed in state or public ownership vanished or are in severe problems. The agricultural sector is among the most affected ones by changes, primarily because of the rejection or impossibility of companies and individuals to adapt to changes adequately and in time, most of all in human resources development domain. It is easy today to acquire the newest machinery and equipment on the domestic and international market. However, often access to these new technologies is not the factor that separates the successful ones from the unsuccessful ones. It is not enough just to improve the technological aspects of organizations and individual manufacturers by buying new mechanization and equipment, it is also necessary that this improvements are accompanied by the development of human resources. Valuable human resources makes agribusiness firms successful, and human resources management are a tool that helps firms to accomplish sustainable competitive advantage. Unfortunately, the importance of adequate human resources management is not recognized here sufficiently, neither in agribusiness, nor in many other areas. This paper is intended to present the specifics of human resources management in agribusiness, and also to present the possibilities of its systematization in Serbia, and it should serve as an introduction to future researches and other activity in this field.
IJASOS- International E-journal of Advances in Social Sciences, 2015
This study is an exploratory study aims to investigate the impact of human resources management practices on employer branding personality by comparing between Pharmaceuticals industry and Telecommunication sector in Egypt. The survey was based on corporate character scale indicator that had been modified and used locally & HRM practices. The paper surveyed literature review of the employer branding (EB) concept and recruitment, training, reward system, performance appraisal and career management the pharmaceutical and telecommunication sector overview in Egypt. The study findings human resources management practices impacts employer branding as illustrated through paper. Which, deeply interwoven and opens up new questions to be explored by future research identified through paper.